How to Evaluate In-House Leadership Development
Every business is worth more than the sum of its parts. This is primarily due to the value of human capital. Automated succession planning and in-house leadership development are two effective ways to increase the value of human capital. The challenge is determining a uniform process of evaluation to improve a current program or create a new one. The following will show you how to evaluate in-house leadership based on current leadership skills, strategic capabilities, familiarity with technology, experience in client building roles and results orientation.
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Instructions
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Assess leadership skills. In-house leaders should know where the current leaders are taking the company and understand the corporate vision. This is also a good time area to evaluate delegation and communication skills.
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Evaluate strategic capabilities. Strategic analysis allows companies to be flexible while making constant progress. Look at how well employees plan for the future or reach outside the box for innovative problem solving.
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Place a high value on customer- or client-facing roles. In-house leadership should be those people who are good at building strategic relationships.
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When evaluating a potential leader, measure her ability to analyze and manage knowledge or data. Ask what project or quality management experience she has. Having a good understanding for how technology relates to sales gives in-house leadership the advantage over external competition.
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Evaluate results orientation. Good in-house leaders have a track record for producing results. Work product is known for exceeding project requirements.
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Design a checklist assessment with these points. Those designated as in-house management or leadership of the company should have an opportunity to provide a self-assessment and a peer assessment. Request the assessment once or twice a year.
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